ABSTRACT
In this chapter we examine the individual-level, job-level, and occupational-level factors that influence whether older workers remain with or change career paths after age 50. We begin with a discussion of the construct of career change and how it can be distinguished from related constructs such as job change and bridge employment. We next turn to the construct of career embeddedness. Here, we suggest that career stability and mobility are a function of both motivation to change careers and ability to change careers. More specifically, we examine: (a) older workers’ networks and links to the current career path; (b) their fit with current career paths; (c) sacrifices that would be associated with leaving that career path; and (d) barriers to entering alternative careers. Finally, we briefly discuss the relatively new construct of career crafting among older workers and its impact on career decisions after age 50. The chapter concludes with implications for future theoretical work in this area as well as implications for management practice.
